If you don’t know what you want, you’re going to struggle to ask for it, and people won’t know whether they fit your needs or not. As you would with any job, make sure the roles and responsibilities have been fully considered. Hiring remote workers means you need to give them autonomy to work on things. If remote workers feel isolated or unsupported, their work can suffer and so will team morale. This is why employers need to be proactive in creating a sense of community among remote workers. Encouraging social interaction through video chats, Slack groups, or even office lunches can help.
If you’re hiring globally, be prepared to adjust the salary and benefits package depending on local customs and regulations, too. Remote hiring within the same country is less complicated, as you don’t have to navigate international employment laws and regulations, but it does reduce your talent pool significantly. Thankfully, global employment service providers like Omnipresent can help make international hiring simple. As you can see, compliance with employment law starts even before you hire someone. It can get complicated, especially if implementing a remote hiring process in multiple countries.
Employee Referrals
That’s when InfoStride’s Employer of Record (EOR) services can come to your rescue. It almost goes without saying that your process for how to hire remote workers includes identifying professionals who are technically savvy. They should be very comfortable with using common cloud-based software and collaboration tools and audio and video conferencing platforms. They should also understand the importance of using virtual private networks (VPNs), two-step/multifactor authentication, and other best practices to help protect data and systems.
However, the process of hiring them can be quite challenging, especially if you’ve never done it before. You might be confused about finding remote workers, what to look for, what to ask them, and so forth. That’s why this guide has been created to help you figure out how to hire and set up a remote team.
Remote employee training tips
While similar to hiring in-office workers, recruiting and hiring for remote and hybrid work requires extra consideration. If you want to know how to hire remote workers who will be successful, it’s important to attract the right talent and ask the right questions to make the best remote hire possible. The best way to ensure effective communication among remote teams is to create a guide how to hire a remote team setting out communication tools and processes that organizations can share during onboarding. Large, global job boards, like Indeed and Monster, can also be effective, as long as you clearly state in the job title that you’re hiring remotely. If you want to recruit candidates in a specific city or country, it might be a good idea to advertise your open roles on local job boards.
It only takes a few minutes of your day, and it can make or break your team.Transparency should also be incorporated into relationships among team members, not just the management and employees. All workers should be able to talk openly about any issues or challenges they’re facing, and it’s your job to lead by example and show the whole team that openness goes a long way. Communication and collaboration are musts for managing a remote team. Your employees will need to use a range of tools to interact with their colleagues, including video, email, phone and instant messaging. So, look for candidates who can speak clearly, write unambiguously and listen attentively.
After you put your job ad up, ask prospective job seekers to send over evidence of their experience. This can be anything from a portfolio to links to their previous work. Remote workers have more autonomy than traditional workers, they value the opportunity to have more say on the work they take on. Freelancers are well within their rights to turn down work they don’t want and often work for multiple clients. Another aspect you must look for in the candidate is their level of confidence and comfortability while communicating with you.
No matter whether you work for a startup or a multinational company, social media is a great opportunity to showcase your company culture and give potential candidates a sneak peek into your way of working. Check out how Oyster makes the remote onboarding process easy for new hires based anywhere in the world. Clarify what “remote” means to your company in the ad, considering whether the role is 100% remote or hybrid. A fully remote role should enable employees to work from anywhere without visiting the office regularly. Adaptability is a virtue, and if you’re looking to succeed in any kind of business, you need to have it.
- You would want your remote employees to understand and fit into your work culture to make the everyday working process smooth.
- That’s why the second element you need to work on is the formation of the list of aspects you require inside the applicant to call them the ideal candidate.
- According to Gartner, 74% of companies are planning for a permanent shift to some degree of remote work.
- “Just sending a candidate a link to a video interview can be jarring.
- Remember, you are looking for a perfect candidate who fits in the company, not just a performer.
Generally, you should treat foreign remote workers as independent contractors if they provide services independently and without direction from your business. Nevertheless, it’s always best to consult with a legal expert in each country where you plan to hire remote foreign workers before making any decisions. Whether working remotely or in-office, every company wants to hire workers that resonate with their values and goals. As such, during the interview and hiring process, be open about what you’re looking for and the values that are most important for your team.
Building a solid foundation starts with clear communication and getting to know your employees, which is essential for success. A group-hire can make the onboarding process much more efficient, add healthy competition and provide cross-training between new employees. If you only have the budget for one new hire, it might be worth waiting until you can bring on at least two people. In the long-term, this will save a lot of time and be a better all-around experience.